Abstract The purpose of this research is to identify the factors at the organization, which are reported by the womenmanagers, at the entry levels, at advertising and communication firms as being major contributors to their stress. Implications for organizational change in terms of HR policies, job design, structure and management styles for the organizations have been drawn. The research also has the objective of laying down a foundation for more in-depth studies of the identification of stressors for womenmanagers in the advertising and communications industry at the different levels in the organization.
Executive Summary
Introduction and Objective of the Research
Need for the Study
Outcome of The Study
Literature Review
Research Design
Hypotheses
Research Objective
Information Areas
Research Methodology
Sampling Universe
Sample Design
Data Collection Instruments
Data and Summary of Findings
Implications and Inferences for the Advertising and Communications
Industry
Limitations of The Research
Discussion Guideline
Profile of Respondents References
From the Paper "Most companies proclaim that they have a well thought out HR philosophy that anchors diverse initiatives and activities. The companies would like to believe in grooming its managers for today and tomorrow. With this in mind a detailed management trainee scheme is designed to ensure a reservoir of talent. In an organized setup, the core functions of Human Resources Management, such as, recruitment, training and performance management are integrated through a comprehensive competency map covering key positions. Yet, inspite of all these efforts employees do face stresses and of them the women who are burdened with duties in multiple, both at home and at the workplace, bear the brunt the most. The organizations of today are looking forward to having more diversity in the workplace as it leads to not just greater profitability but also a healthier workplace where talents are appreciated and opportunities are provided regardless of gender biases.
The Industry and economy is greatly benefiting from the vast talent pool of the women managers and efforts are on to create more conducive environments for the women workers."
Tags: conflict, human, india, manager, occupational, resources, entrants, managerial, industry
Abstract This paper analyzes the issue of women in management and working within a changing corporate culture. The problem of women's careers stuck in middle management is explored, as well as the glass ceiling effect. The changes taking place for women within the corporate culture and the influences on corporate/organizational culture are examined.
From the Paper "The proportion of women participating in the labor force in the United States and across the globe has increased dramatically in recent years resulting in ..."
Abstract This paper discusses the increase in the number of women in management. The author explores issue of the glass-ceiling, affirmative action, discrimination sexual harassment and the conflict between work and home responsibilities. The paper explains the characteristics of women in management.
From the Paper "Women are moving into management in corporate America in greater numbers than ever before. There is no doubt that women's ability to contribute to management has been overlooked in the past. Despite gains made by women in recent decades, many women continue to meet a glass-ceiling as they attempt to advance their careers into the upper levels of organizations. Women also experience conflicts between careers and other responsibilities. Working managerial women are more vulnerable to workplace discrimination that is evident in manifested in unequal wages."
Abstract Judy B. Rosener, in her acclaimed work entitled, America's Competitive Secret: WomenManagers (1995), presents a strong academic case for increasing efforts in the business community to achieve gender parity in top management. This essay reviews Rosener's arguments and critiques her theories on gender parity.
From the Paper "Judy B. Rosener, in her acclaimed work entitled, America's Competitive Secret: Women Managers (1995), presents a strong academic case for increasing efforts in the business community to achieve gender parity in top management. This essay reviews Rosener's arguments and critiques her theories on gender parity. The emphasis of this essay is on Rosener's theory of beta leadership styles and its impact on the Quality of Work Life (QWL) as well as traditional business practices.
After three decades of attention and concern directed toward women's parity in the workplace, there is still only a handful of success stories for women moving into upper management. While society is moving in the right direction, the movement is slow. Women have made strides, especially in ..."
Abstract The paper explores in which particular industries, where project management is used, can women be successful in project management. The author points out the role of culture and gender expectations. The paper relates the elements that shape the organizational culture.
From the Paper "Some jobs tend to be dominated by women---teachers, secretaries and nurses --- and are commonly considered women's work. Conversely ,there are some jobs in which women do not participate in large numbers such as oil-rig workers. Similarly, there are some industries in which women are commonly found historically; these have been service industries. Participation by women in traditionally male-dominated industries, such as construction, has been slow to increase, despite increased numbers of women in the workforce overall. Increasingly project management is seen as ...'
Abstract This paper reviews journal literature dating from 2005 and later, noting that there is almost complete agreement that there are differences between men and women' management styles. The writer notes that the literature finds that women are regarded as bringing a more open and cooperative style to business leadership, which can enhance business operations. Thus the most successful businesses are those which integrate women and their skills into operations. The writer points out that professional literature on gender differences shows that disputes between men and women appear to be fading from the scene. While this is certainly not entirely the case, there is a comparative lack of serious, peer-reviewed articles dealing with gender conflicts in business. The writer maintains that this is partly a result of the many statutes that have been adopted in the United States and most western nations making discrimination illegal and giving civic remedies to those victimized by this discrimination.
Outline:
Abstract
References
From the Paper "A good deal of new research has been done in recent years concerning women and sales, because sales is perceived as an area in which people can advance rapidly. A good deal of the research in the sales setting has focused on gender based differences in approaches. Females, for example, tend to believe that other sales-people they encounter have a considerable degree of expertise, attributing to them a much higher degree of competence than their male colleagues do. Further, women overall place higher values on cooperative efforts and the fostering of harmonious relations. They also, as noted, tend to tend to use an integrated approach to information tasks. These traits, taken as a whole, allow women to perceive conflict between buyers and sellers as functional rather than dysfunctional. They tended to view these conflicts as exchanges of information, whereas men tended to view them as affective conflict, in which values were genuinely at stake."
Abstract This paper reviews two for-profit corporations, AC Moore Arts & Crafts, Incorporated and Albertson's, Incorporated. The specific purpose of this paper is to report on the extent of the role that women play in the governance and management of each corporation and what contrasts may be drawn between them.
Outline:
The Case
Albertson's, Incorporated
History and Background
Organizational Culture
Financial Performance
Women A.C. Moore, Inc.
History and Background
Organizational Culture
Financial Performance
Conclusion
From the Paper "In the 2003 report, Women on Boards, Albertson's was ranked second among 120 public companies in the Philadelphia region for the percent of women on their board of directors and 17th for the percentage of women holding executive positions in management. Women represent over 30% of the membership of the board of directors and hold 21.4% of the company's executive positions. (FEW, 2003, p. 11).
Among the positions held by women at Albertson's are Vice President and CFO; Executive Vice President of Human Relations; and recently instituted Senior Vice-President of Customer Service. This last position, according to information on the company website, "...underscores Albertson's transformation to a customer focused company." (Albertsons, 2004)."
Abstract The paper explores the challenges that the modern black woman must face in corporate America. The paper reveals that black women are more likely to be subjected to incidences of sexual harassment and racism, their salaries are lower, they are more likely to be passed over for promotions and they have a difficulty in developing positive relationships with management and coworkers. The paper relates that due to these difficulties, they are beginning to launch their own businesses. The paper suggests that one of the ways corporate America can combat this problem is to apply diversity management techniques since affirmative action legislation is too controversial and can create hostility in the workplace.
From the Paper "There are significant barriers that face black women in the corporate world of the United States. Many women of color have the same educational background and work experience as their white counterparts, but they are not offered the same opportunities. Many black women find that they are unable to advance within a company and they remain at entry level positions. Black women face career related barriers to success and often lack credibility and earn a lower salary because of their gender and sex. Incidences of black women being harassed by their coworkers and managers are extremely common. Diversity management techniques need to be utilized in order to combat this serious problem."
Abstract This paper describes some of the women who participated in the American Revolution - their lives, their stories and their motives. It examines how these significant women were examples of an undercurrent already present in the American society and how, due to the necessity of war, these women were able to be given the chance to make an impact on the society.
I. Introduction ? Social Status of Women in the Revolution
II. Molly Pitcher ? the real story
A. Evidence supporting her existence
B. Evidence denying her existence
C. An American Icon
D. Other Women who took up Arms
III. Women as Spies
A. Ann Bates
B. Miss Jenny
IV. Life as a Camp Follower
A. Women in Supporting Roles
B. The winds of Equality
C. Abigail Adams
D. Patriotism
V. Men's views on Women in the Revolution
A. Women as a Symbol of the Comforts of Home
From the Paper "Women in the American Revolution played a deciding factor in the success of the colonists in winning their freedom from the Tyranny of England. Traditional roles of men and women had been heavily influenced by the teachings of Christianity in which men were above women and God was above men. The interpretation of this idea was taken rather literally during this time period and many men regarded women as lower beings. During the Revolutionary war women were not considered fit for battle and this was strictly a man's realm. Women were responsible for cooking, mending, sewing, soap making, and other forms of domestic tasks. The onset of the war forced some of these ideas to be loosened due to necessity. The war played a major role in re-defining women's roles in the late 18th century. These ideas began a long series of reforms, which later led to the suffrage movement."
Tags:women, war, america, american, revolution, britain, colonist, equality, feminism
This paper reviews and analyzes the empowerment of women through forms of psychological and metaphorical dissociation, as depicted in Henrik Ibsen's "A Doll's House" and Charlotte Perkins Gilman's "Yellow Wallpaper."
Abstract The writer of this paper examines how through the various portrayals of women, literary works succeeded in depicting the oppression, discrimination and submissiveness of women in society. This paper discusses the manner in which literature has resolved certain issues of oppression in women, while also illustrating the manner in which male characters, in numerous works of writing, have come to accept the rights and privileges of women. The writer explains how the process of alienation from society and the inner self, in women, is evident in both the writings of Gilman and Ibsen. In both works, the female protagonists are shown to experience various forms of alienation. This paper delves into how the women, in both novels, managed to emancipate themselves from the oppression and discrimination that they experienced, in their own surroundings. The writer of this paper contends that both Gilman and Ibsen's writings reflect similar themes of dissociation of one's self. Gilman's female narrator resorted to insanity, a form of psychological dissociation, in order to escape the prison-like conditions of her marriage, while Nora, in Ibsen's novel, separated herself from her husband, a metaphorical dissociation, in order to gain her freedom.
From the Paper "Finding no recourse or way to express her true feelings and thoughts, the Narrator began reflecting on her oppression through the yellow wallpaper patterns on the walls of her room: "The front pattern does move-and no wonder! The woman behind shakes it! Sometimes I think there are a great many women behind, and sometimes only one, and she crawls around fast...and in the very shady spots she just takes hold of the bars and shakes them hard." This passage can be interpreted in two ways: seeing the woman within the wallpaper patterns may signify her dissociation from herself psychologically by succumbing to insanity. However, this process may also be construed as her way of breaking out of the prison that is her marriage, the oppression she felt being dominated by John and the limits that marriage had put on her as a woman."
Abstract The Progressive Era saw the beginning of women wanting more from their lives. This paper discusses the development of women's roles in society throughout history. It details how women began to develop careers and campaign for their right to vote. It tells of the hardships that American women had to face when taking on "male" professions such as: doctors, lawyers and managers.
From the Paper "Events during the Progressive Era altered the role of women in the United States. In the late nineteenth century women began to emerge into society with a strong voice. They began to enter into professional careers and launched a campaign for women's suffrage. American women often found themselves excluded from most of the emerging professions in the late nineteenth century by custom, law, and by prejudice. However, there was a noticeable number of middle - class women from new women's colleges and coeducational state universities that began to enter into the professional world. Very few women were able to establish themselves as physicians, lawyers, and corporate managers. Most women turned to professions that society deemed "suitable" for women. These were careers such as teaching and nursing. These careers were known as "helping professions". It was this characteristic that made women's professions distinctive from male dominated professions and it was these so-called women's professions that altered the pay scale for men and women also. "
Tags: rights, suffrage, women, movement, professions, Progressive, Era
Abstract This paper Looks at how traditionally, a Japanese company is seen as a provider of welfare and security, where often loyalty to the company even surpasses the family bond. It shows how lifetime employment is a very common and distinctive feature in Japanese employment practices. It explores whether Japanese management practices are undergoing a fundamental change and if so, to what extent. The reasons for these possible changes are investigated and concluded. Factors such as freeters, part-timers and women at work are also analyzed with research findings to support the discussion.
From the Paper "Although the majority of large companies wish to retain lifetime employment there are many critics of the system, who argue that it is too rigid in today's dynamic marketplace. Hirakubo, (1999) argues that for companies to survive it is essential that they are more flexible and less bound to the traditional Japanese management style of lifetime employment. He argues that if Japan cannot develop a more fluid job market and flexible management style, firms will continue to suffer. Nikkeiren also comments that the rigid methods of employment traditionally used in Japan, i.e. lifetime employment cannot respond to the socio-economic changes taking place. He argues that more dynamic and elastic structures should be set up to allow flexible responses to the changing economic and business conditions."
Tags: based, employment, lifetime, part, pay, seniority, timers, women
This paper analyzes the conflict that stems from diversity in the workplace. By understanding the struggles of members of different races, genders and sexual preferences, managers can concentrate on making these minorities feel more inclusive.
Abstract Learning to manage diversity is crucial to the survival of any organization. This paper asks why women, blacks, Asians and Hispanics are under-represented in management positions. By using statistics, the explanations that are commonly used, are confronted and additional explanations (based on the statistics are presented). This paper also explains how not properly managing diversity can be detrimental to the organization and offers suggestions for making minorities more inclusive.
Introduction
Gender
Race
Blacks
Asian Americans
Hispanics
Sexual Orientation
Recommendations
Conclusion
Works Cited
From the Paper "By the year 2010, the Labor Department estimates that 48% of the workforce will consist of women and 31% will be people of color. (Bureau of Labor) This large group of employees that are not considered "white males" demonstrates the need for organizations to focus on diversity. Because of the combinations of gender, race, ethnicity, and sexual orientation, there will always be conflict in diverse organizations. It is crucial for effective managers to understand the differences in employees and develop methods of overcoming this conflict. Managing diversity is not about getting employees to like one another; instead, it is about creating an environment that enables employees to perform their jobs. (Thompson, 209) Without effectively managing the conflicts stemming from diversity, an organization is subject to a decrease in production, profitability, and the possibility of lawsuits."
A look at Drew Gilpin Faust's book, "Mothers of Invention: Women of the Slaveholding South in the American Civil War", about the American Civil War and how it impacted Southern women.
Abstract This paper introduces, discusses, and analyzes two chapters from the book, "Mothers of Invention: Women of the Slaveholding South in the American Civil War" by Drew Gilpin Faust. Specifically, the paper explains how the instabilities of the Civil War South forced Southern white women to alter their behavior.
From the Paper "The South, being at a distinct disadvantage for most of the Civil War, sent as many able-bodied men as they possibly could to the fighting front. Women had to step in and run the farms and plantations in their men's' absence, and this included managing an increasingly volatile slave population. Historian Faust notes, "Women called to manage increasingly restive and even rebellious slaves were in a significant sense garrisoning a second front in the South's war against Yankee domination" (Faust 54). Obviously, this was a new and different role for most of these women, and many of the men left behind in the South did not appreciate or value it. In fact, many of them fought against female management, as Faust notes, "These issues went beyond questions of gender; they represented deep-seated worries about sex" (Faust 55). The key issue facing most of these women forced into unfamiliar roles was fear. They felt incapable of managing a large group of slaves, and some of them even feared for their safety and their lives."
Abstract The paper compares the Management by Objectives theory with Theory Y by focusing on the men and women who contributed to these management theories. The author points out the concepts associated with the theories. The paper relates their strengths and weaknesses.
From the Paper "George S. Odiorne in his book "Management by Objectives" defines the term 'management by objective'. Odiorne also describes the conditions under which management by objective work effectively. In his book "The Human Side of Enterprise', Douglas McGregor proposed the two motivational theories by which managers perceive employee motivation. He referred to these opposing motivational theories as Theory X and Theory Y. According to McGregor, each theory. Theory X and Theory Y. assumes that management's role is to organize resources."
Tags: comparison, Management by Objectives, Theory Y, management, motivation, worker motivation
